- "Business performance management (BPM), also known as corporate performance management (CPM) enterprise performance management (EPM), organizational performance management, or simply performance management are a set of management and analytic processes that ensure activities and outputs meet an organization's goals in an effective and efficient manner."
Evaluating the performance of the change management program and making necessary adjustments to maximize its effectiveness.
Performance management in organizations: This topic provides an overview of the concept of performance management (PM) and its importance in organizational success.
Performance appraisal process: This topic covers the process involved in evaluating employee performance.
Key performance indicators (KPIs): KPIs are critical areas employees and organizations measure to evaluate performance in different roles. This topic outlines what KPIs are and how to determine it.
Performance management systems: This topic discusses the different types of performance management systems available and explains how to select the one that suits the organization's needs.
Training and development: This topic highlights how training and development can improve employee performance and suggests different training approaches.
Setting performance goals: The topic explains the process of setting performance goals, essential for measuring progress and identifying areas in need of improvement.
Communication in performance management: Communication between management, employees, and other stakeholders is fundamental for effective PM. This topic provides insight into effective communication factors.
Performance improvement plans (PIPs): When performance levels drop below the expected standards, PM plans need improvement. This topic explains in detail what Performance Improvement Plans are and how to implement them.
Employee motivation: Employee motivation refers to the intrinsic factors that influence work contentment and how to ensure employees remain motivated when performing tasks.
Change management: Change management is a systematic approach to transitioning individuals, teams, and entire organizations from the current state to a future state. This topic covers significant change management theories, principles, and their application.
Rewards and recognition: This topic explains how to reward employees and recognize their excellent job performance.
Performance management cycle: The performance management cycle sequence helps the organization establish a system that enables monitoring, evaluation and feedback.
Evaluating and monitoring Performance Management: This topic outlines how to evaluate and monitor the performance management system's outcomes to identify the areas in need of improvement, adapt, and make necessary changes.
Data management: An essential part of PM is data collection, analysis, and storage. This topic explains the technical and practical aspects of data management, providing needed insights into leveraging data to optimize performance management.
Performance management best practices: This topic provides an overview of established performance management practices that many organizations have employed for effective PM.
Traditional Performance Management: A system where annual performance reviews are conducted to assess employee progress towards pre-defined goals, objectives, and competencies.
360-degree Performance Management: A system that involves feedback from supervisors, peers, subordinates, and customers to evaluate an employee's performance.
Team-Based Performance Management: A system that evaluates the performance of a team as a whole, rather than of individual employees.
End-to-End Performance Management: A system that aims to align employee goals with overall business objectives and focuses on continuous improvement.
Balanced Scorecard Performance Management: A system that uses a balanced scorecard approach to evaluate employee performance. The balanced scorecard measures an employee's performance across various dimensions, including financial, customer, internal, and learning.
Agile Performance Management: A system that focuses on setting short-term goals and provides regular, ongoing feedback to employees to help them continuously improve.
Results-Based Performance Management: A system that focuses on the results that an employee has achieved, rather than on the processes used to achieve them.
Continuous Performance Management: A system that provides ongoing feedback and coaching to employees, rather than annual performance reviews.
Collaborative Performance Management: A system that involves employees in the goal-setting process, and regularly collaborates with them to develop action plans and track progress.
Behavioral Based Performance Management: A system that assesses employee performance based on their behaviors, rather than just their outcomes. It focuses on developing and measuring key behaviors that lead to success.
- "Also known as corporate performance management (CPM), enterprise performance management (EPM), organizational performance management, or simply performance management."
- "Business performance management is contained within approaches to business process management."
- "Performance management can focus on the performance of a whole organization, a department, an employee, or the processes in place to manage particular tasks."
- "Performance management standards are generally organized and disseminated by senior leadership at an organization and by task owners."
- "Tasks and outcomes of a job, providing timely feedback and coaching, comparing employees' actual performance and behaviors with desired performance and behaviors, instituting rewards, etc."
- "Specialists in many fields are concerned with organizational performance including strategic planners, operations, finance, legal, and organizational development."